{"product_id":"jamstalldhetspolicy-aktiva-atgarder-2027","title":"Gender Equality Policy \u0026 Active Measures 2026\/2027 – Equal Treatment, Action Plan \u0026 Excel | Word\/PDF","description":"\u003csection lang=\"sv\" class=\"mb-legal-templates\" style=\"max-width:980px;color:#183b50;line-height:1.78\"\u003e\n\u003ch2\u003eGender Equality Policy \u0026amp; Active Measures – Template for Employers 2026\/2027\u003c\/h2\u003e\n\n\u003cp\u003eDo you need a \u003cstrong\u003egender equality policy\u003c\/strong\u003e, clear routines for \u003cstrong\u003eequal treatment\u003c\/strong\u003e, and a practical system for planning and documenting \u003cstrong\u003eactive measures against discrimination\u003c\/strong\u003e? This package includes five Swedish work templates in Word\/PDF, a Swedish and English guide, and an Excel register with nine tabs. The documents help the employer to investigate obstacles, analyze risks, decide on measures, and document what has actually been followed up.\u003c\/p\u003e\n\n\u003cp\u003eThe package is based on the \u003cstrong\u003eDiscrimination Act (2008:567), Chapter 3\u003c\/strong\u003e, and the Equality Ombudsman's guidance. It encompasses more than gender equality between women and men: the active measures relate to all seven grounds of discrimination covered by the law. A policy is a support in the actual work – not in itself proof that an employer fulfills the legal requirements.\u003c\/p\u003e\n\n\u003cdiv style=\"background:#eaf6f6;border:2px solid #1e808d;border-radius:13px;padding:23px;margin:25px 0\"\u003e\n\n\u003ch3 style=\"margin-top:0;color:#173e51\"\u003e01. Package Contents\u003c\/h3\u003e\n\n\u003cp\u003e\u003cstrong\u003e15 digital files in a ZIP:\u003c\/strong\u003e 7 editable Word documents (DOCX), 7 corresponding searchable A4-PDFs, and 1 Excel workbook (XLSX) with nine tabs. Five main templates are in Swedish. Additionally, a Swedish user guide and an English User Guide are included. The main templates are not available as English versions. Version 1.0, document edition 2027. Downloadable digital product without physical shipping.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"background:#f4f8fa;border:2px solid #9bb4c1;border-radius:13px;padding:23px;margin:25px 0\"\u003e\n\n\u003ch3 style=\"margin-top:0;color:#173e51\"\u003e02. What the files contain\u003c\/h3\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable style=\"border-collapse:collapse;width:100%\"\u003e\n\n\u003cthead\u003e\u003ctr style=\"background:#183e52;color:white\"\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eNo.\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eFunction\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e01\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eGender Equality Policy \u0026amp; Equal Treatment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003ePolicy for equal rights, responsibilities, five areas of work, establishment, and review.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e02\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eInvestigation \u0026amp; Risk Analysis\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eMapping of obstacles, analysis of causes, and collaboration within five statutory areas.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e03\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eAction Plan – Active Measures\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDecided interventions, measurable goals, responsible parties, deadlines, and verified follow-up.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e04\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eGuidelines Against Harassment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eRoutines for prevention, reporting, investigation process, and protection against retaliation.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e05\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eCollaboration \u0026amp; Follow-up Protocol\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eMeeting material for employer and employee representatives, as well as decisions and evaluation.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e06\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eSwedish User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eThe law’s four-step method, five areas, documentation levels, and privacy protection.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e07\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eEnglish User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eEnglish guidance for the Swedish main templates; no translated main agreements.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eDOCX \/ PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e08\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003e\u003cstrong\u003eExcel Register with nine tabs\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eOverview, Investigation, Risks, Measures, Follow-up, Collaboration, Guidelines, Control, and Read me.\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #d6e3e7;padding:9px\"\u003eXLSX\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\u003c\/div\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eWhat does the Discrimination Act say about active measures?\u003c\/h2\u003e\n\n\u003cp\u003eAccording to \u003cstrong\u003eChapter 3, Sections 2–3 of the Discrimination Act\u003c\/strong\u003e, employers must carry out continuous preventive and promotional work in four steps. This must be done in collaboration with employees. The work must be systematic, adapted to the business, and cover the grounds of discrimination specified by the law – not just gender.\u003c\/p\u003e\n\n\u003ch3\u003e1. Investigate risks and obstacles\u003c\/h3\u003e\n\n\u003cp\u003eInvestigate conditions that may lead to discrimination, retaliation, or other obstacles to equal rights and opportunities. Pay special attention to work methods, structures, and practices. An individual-based list with sensitive information is not required to investigate workplace-wide obstacles.\u003c\/p\u003e\n\n\u003ch3\u003e2. Analyze the causes\u003c\/h3\u003e\n\n\u003cp\u003eInvestigate why risks or obstacles arise. Distinguish facts from assumptions and state what supplementary investigations need to be done before a suitable measure can be chosen. Use document 02 and the Investigation and Risks tabs in Excel.\u003c\/p\u003e\n\n\u003ch3\u003e3. Take preventive and promotional measures\u003c\/h3\u003e\n\n\u003cp\u003eDecide on measures that are reasonable considering the needs and resources of the business. Document 03 helps in stating the desired result, responsible function, and timeframe. Specific tasks include routines against harassment and retaliation and the promotion of an even gender distribution.\u003c\/p\u003e\n\n\u003ch3\u003e4. Follow up and evaluate\u003c\/h3\u003e\n\n\u003cp\u003eCheck what has actually changed. Excel keeps an action marked as \u003cstrong\u003ecompleted\u003c\/strong\u003e separate from one that has also been \u003cstrong\u003everified\u003c\/strong\u003e. A manual status value does not prove that the business meets legal requirements.\u003c\/p\u003e\n\n\u003ch2\u003eFive areas the work must cover\u003c\/h2\u003e\n\n\u003cp\u003eAccording to \u003cstrong\u003eChapter 3, Section 5\u003c\/strong\u003e, active measures must cover: \u003cstrong\u003eworking conditions\u003c\/strong\u003e, \u003cstrong\u003eprovisions and practices regarding pay and other terms of employment\u003c\/strong\u003e, \u003cstrong\u003erecruitment and promotion\u003c\/strong\u003e, \u003cstrong\u003eeducation and other competence development\u003c\/strong\u003e, and \u003cstrong\u003eopportunities to reconcile employment with parenthood\u003c\/strong\u003e. Document 02 contains fields for all five.\u003c\/p\u003e\n\n\u003ch2\u003eHow much documentation is required depending on company size?\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eAll employers\u003c\/strong\u003e must work with active measures and conduct an annual pay survey. Written documentation of the work with active measures is regulated specifically in Chapter 3, Sections 13–14:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1–9 employees:\u003c\/strong\u003e no specific written documentation requirement according to these provisions, but the obligation to carry out the work remains.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e10–24 employees:\u003c\/strong\u003e written documentation of the pay survey and the collaboration regarding this is required.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e25 or more employees:\u003c\/strong\u003e written documentation of the entire work with active measures is required, including pay survey, measures, evaluation, and collaboration.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eThe thresholds in the provisions are assessed based on the number of employees at the beginning of the calendar year. For all employers, the actual work must continue even when a formal documentation requirement is absent. The older obligation to establish a separate statutory \u003cem\u003egender equality plan\u003c\/em\u003e was replaced in 2017 by the requirements for documentation of active measures.\u003c\/p\u003e\n\n\u003ch2\u003eExcel register: nine tabs for a structured workflow\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eOverview · Investigation · Risks · Measures · Follow-up · Collaboration · Guidelines · Control · Read me.\u003c\/strong\u003e Here you will find, among other things, status fields, register IDs, responsible functions, and an overview with formulas that compile registered risks, decided measures, open risks, and completed\/followed-up measures. The formulas calculate administration – they do not assess legal compliance, discrimination, or the employer’s legal liability.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003ePrivacy:\u003c\/strong\u003e Do not register information about individual complainants, allegedly exposed individuals, pointed-out persons, health, religion, or other sensitive personal data in Excel. Individual cases regarding harassment must be handled in a separate, access-protected routine with legal support and appropriate retention\/deletion rules.\u003c\/p\u003e\n\n\u003ch2\u003eRoutines against harassment, sexual harassment, and retaliation\u003c\/h2\u003e\n\n\u003cp\u003eThe Discrimination Act requires employers to have guidelines and routines to prevent harassment, sexual harassment, and retaliation. Document 04 contains workplace-adapted contact channels, an objective description of how information is received, consideration for privacy, and control of preventive and follow-up measures. A routine must not replace the employer's investigative and action duty when a concrete case arises.\u003c\/p\u003e\n\n\u003ch2\u003eHow to use the package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eEstablish the management's responsibility and adapt the gender equality policy, document 01.\u003c\/li\u003e\n\n\u003cli\u003eIdentify all relevant areas of work and investigate actual risks and obstacles with document 02.\u003c\/li\u003e\n\n\u003cli\u003eAnalyze the causes and decide on suitable preventive interventions in document 03.\u003c\/li\u003e\n\n\u003cli\u003eAnchor and communicate document 04 regarding routines against harassment and retaliation.\u003c\/li\u003e\n\n\u003cli\u003eDocument collaboration, views, and actual follow-up with protocol 05.\u003c\/li\u003e\n\n\u003cli\u003eUse Excel for anonymized administration, not for sensitive individual cases.\u003c\/li\u003e\n\n\u003cli\u003eConduct annual pay surveys separately and supplement the documentation according to company size and legal requirements.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eHow does this product relate to pay surveys and staff handbooks?\u003c\/h2\u003e\n\n\u003cp\u003eThe product \u003cstrong\u003edoes not contain a complete pay survey\u003c\/strong\u003e or individual-based pay analysis. For that, there is already \u003ca href=\"\/en\/products\/lonekartlaggning-mallpaket-2026-word-pdf-excel-svensk-ratt\"\u003ePay Survey – Word\/PDF\/Excel\u003c\/a\u003e. For a broader collection of personnel policies, there is \u003ca href=\"\/en\/products\/personalhandbok-hr-policy-mallpaket-2026\"\u003eStaff Handbook \u0026amp; HR Policy\u003c\/a\u003e. If the work also includes general work environment risks, \u003ca href=\"\/en\/products\/sam-arbetsmiljopaket-2026-systematiskt-arbetsmiljoarbete\"\u003eSAM – Systematic Work Environment Management\u003c\/a\u003e is recommended. These three existing products fulfill other functions and complement the work.\u003c\/p\u003e\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eMust small companies have a gender equality policy?\u003c\/h3\u003e\n\n\u003cp\u003eAll employers must work with active measures. However, the law does not stipulate that every employer must have a separate document with the title Gender Equality Policy. This template helps to structure and communicate the work.\u003c\/p\u003e\n\n\u003ch3\u003eIs a gender equality plan mandatory in 2027?\u003c\/h3\u003e\n\n\u003cp\u003eThe previous specific requirement for a gender equality plan was replaced in 2017 by documentation requirements for the work with active measures. Check current rules when using, especially if new legislation has come into force.\u003c\/p\u003e\n\n\u003ch3\u003eWhich employers must document active measures?\u003c\/h3\u003e\n\n\u003cp\u003eAt least 25 employees at the beginning of the calendar year means a requirement to document the entire work according to Chapter 3, Section 13. From 10 employees, there is a specific written documentation requirement for the pay survey.\u003c\/p\u003e\n\n\u003ch3\u003eIs a pay survey with salary figures included?\u003c\/h3\u003e\n\n\u003cp\u003eNo. An annual pay survey is a separate legal process. This package helps with policy, investigation, risk analysis, measures, and follow-up. See the store's separate pay survey package.\u003c\/p\u003e\n\n\u003ch3\u003eCan Excel certify that the company complies with the Discrimination Act?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The workbook compiles entered data and administrative statuses. The employer must be able to prove actual investigations, analyses, interventions, collaboration, and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eWhat language are the documents in?\u003c\/h3\u003e\n\n\u003cp\u003eFive Swedish main templates with Word\/PDF, a Swedish user guide, and an English User Guide. The main templates are not translated into English.\u003c\/p\u003e\n\n\u003ch2\u003eLegal sources and version\u003c\/h2\u003e\n\n\u003cp\u003eSource review October 16, 2026: \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/diskrimineringslag-2008567_sfs-2008-567\/\"\u003eThe Discrimination Act (2008:567), especially Chapter 3, Sections 2–14\u003c\/a\u003e and \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/aktiva-atgarder-for-arbetsgivare\/dokumentera-arbetet-med-aktiva-atgarder\"\u003eThe Equality Ombudsman – Documenting the work with active measures\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003e\u003csmall\u003eDocument edition 2027, version 1.0. Prepared based on published legal sources in the autumn of 2026; no external legal review is certified. Regulatory changes may occur, including new provisions regarding pay transparency. The material is a working draft, not an authority approval or complete legal advice.\u003c\/small\u003e\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55800874926422,"sku":"JAMSTALLDHET-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/jamstalldhet-2027-huvudbild_d84b3734-32ed-4d56-bf95-519d085dd1e0.png?v=1792167646","url":"https:\/\/mallbutiken.se\/en\/products\/jamstalldhetspolicy-aktiva-atgarder-2027","provider":"Mallbutiken","version":"1.0","type":"link"}